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+What is the recommendation for implementation of “Lacks government work authorization” disposition when a candidate discloses this information to a hiring manager and/or recruiter during the interview?
We do have the question “do you have current legal authorization to work in the United States?” embedded into our employment application. However, some of the candidates would answer “yes” to the “work authorization” question on the electronic application, and then disclose during the interview process that they need “sponsorship” – how do we disposition them? What is a good practice and/or disposition code for this situation? Currently, we have “Does not have required work authorization for this job” in the “Post Offer” step.
0 Answer
Comprised of former OFCCP directors and respected thought leaders in OFCCP compliance, affirmative action, and EEO.
President and CEO, HR Unlimited, Inc.
Member Attorney, Roffman Horvitz, PLC
CEO, HudsonMann
Principal Consultant, DCI Consulting Group, Inc
Human Resources Manager, Circa
President, Carla Irwin & Associates, Inc.
Board Member, Circa
President and Founder, DCI Consulting
Former Director, OFCCP and Retired President, Ellen Shong & Associates,
Managing Attorney, Roffman Horvitz, PLC
Senior Consultant - EEO/Affirmative Action Division, Biddle Consulting Group
Lawyer, The Kaiser Law Group, PLLC
Senior Counsel, Seyfarth Shaw
Senior Consultant, Director, Biddle Consulting Group, Inc.
Vice President, Diversity, Equity, and Inclusion, Circa
Senior HR Consultant, Berkshire Associates
Former Deputy Director, OFCCP Partner, McGuireWoods LLP
Manager, Consulting Services, Affirmity
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